About workplace gender audits
Data helps us understand where change is needed and what’s changing over time. By publicly reporting data, we can also be transparent and accountable to employees and the community.
Collecting this data means organisations can see where gender inequality is persisting. They can decide what actions to take and see what’s working and what isn’t.
The Commission for Gender Equality in the Public Sector can also use the data to assess workplace gender equality across Victoria, ensure state-wide policy development is evidence-driven and measure progress over time.
You must include the results of the workplace gender audit in your Gender Equality Action Plan and develop strategies and measures to make change based on the results.
A workplace gender audit needs to:
- include gender-disaggregated data against the
- consider intersectionality – gender inequality may be compounded by the impacts of disadvantage or discrimination someone might experience on the basis of other factors such as age, disability, or ethnicity, among other factors.
See below for more detailed guidance on how to do a workplace gender audit, including what data is required.
Gender disaggregated data is data that is broken down separately for women, men and gender diverse people.
Workplace gender audit guidance and templates
These guides and templates are issued under section 47 of the Act, which means defined entities must have regard to them when complying with their obligations.
Workplace gender audit guide
This guide describes the workplace gender auditing process and sets out what workforce data measures to include in an audit. It should be read together with the Workforce reporting template and Employee experience reporting template.
Workforce reporting template
This template should be used to submit the workforce data component of your workplace gender audit results alongside your Gender Equality Action Plan via the Commission's reporting platform. This replaces the previously published indicative reporting template.
Employee experience reporting template
This template should be used by defined entities who did not participate in the People Matter Survey 2021. Entities must submit the employee experience survey component of your workplace gender audit results via the Commission's reporting platform.
Defined entities who participated in the People Matter Survey 2021 (including local councils who participated in the People Matter Survey for local government 2021) are not required to submit their survey results directly to the Commission, as the VPSC will be providing the deidentified data directly to the Commission.
Employee experience survey questions
This document sets out the survey questions that form part of a workplace gender audit. These survey questions will appear in the VPSC's People Matter Survey 2021. This means that organisations who participate in the People Matter Survey 2021 do not need to administer these questions in a separate survey.
The Commission has amended the alignment of questions to the workplace gender equality indicators in the Act, to assist entities with conducting analysis of their workplace gender audit results.
Practice note – Gender equality employee survey
This practice note includes important advice for organisations who do not participate in the People Matter Survey 2021. We strongly recommend these organisations engage a third party to administer their survey as part of their workplace gender audit obligations. The practice note sets out key protocols to protect the safety and anonymity of staff as well as advice on survey timing.
Help and support
Visit our support page for frequently asked questions and guidance on using the audit reporting templates:
How to use workplace gender audit reporting templates
How to use the workplace gender audit templates provided by the Commission for Gender Equality in the Public Sector.
Reviewed 26 July 2021